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First Hawaiian Bank

Are you interested in working alongside a group of dynamic thinkers, innovators, and leaders who thrive together as a team? Looking for a fun, collaborative, and challenging environment where you are empowered to make decisions? Would you like the opportunity to grow professionally and personally within a forward-thinking company? If so, you've come to the right place. At First Hawaiian Bank, we invest in you. We offer award winning leadership development programs to set you up for success. We pride ourselves on our company culture and core values: Caring, Character, and Collaboration.

Title:  Vice President & Organizational & Talent Development Manager

Department: Human Resources 

Job Summary: 

Responsible for leading and directing the development, design, planning, and evaluation of programs to facilitate the continuous learning and development of FHB’s workforce to enhance enterprise-wide capabilities which uplift organizational, team and individual performance.  Directs employee engagement initiatives to attract, develop and retain top talent.  Assures that such human capital initiatives influence the achievement of business objectives and enable future business growth in alignment with the overall strategic direction of FHB.

Minimum Qualifications: 

  • Bachelor’s degree in Business, Human Resources, Psychology or related field or equivalent work experience.
  • Minimum: 5 years of Organizational & Talent Development experience or related experience and 1-2 years’ experience managing a professional staff.

Preferred Qualifications

  • Master’s degree in Organizational Development, Human Resources, Business, Psychology or related field.  Professional certifications are a plus (e.g. SPHR, CPLP, Change Management).
  • 3-5 years managing either a Corporate Training or Organizational Development department.
  • Knowledge and experience in banking and/or financial services preferred but not required.

If interested, please visit the https://phg.tbe.taleo.net/phg02/ats/careers/v2/viewRequisition?org=FHB&cws=38&rid=4065  


Title:  Vice President & Human Resources Business Partner Manager

Department: Human Resources 

Job Summary: 

Responsible for serving as a trusted advisor to designated business units’ management teams and staff in a variety of complex talent management initiatives, in addition to leading the Human Resources Business Partner Team.  Provides strategic talent management guidance to facilitate the unit’s short-and-long term goals and objectives of the Bank, by developing an in-depth knowledge of units’ operations and collaborating with the Business Partner team, business units and Subject Matter Experts within the Human Resources Group.  Demonstrates strong business acumen and understanding of key business priorities facing the bank and designated business units; uses business knowledge to develop people solutions customized to business units’ needs for enhanced organizational performance.

Minimum Qualifications: 

  • Bachelor’s degree in Business, Human Resources, Psychology or related field or equivalent work experience .
  • Minimum: 5 years of related Business Partner, Human Resources Generalist, Organizational Development and/or Talent Development or equivalent work experience; including 1-3 years of experience managing a professional staff.

Preferred Qualifications: 

  • Master’s degree in Organizational Development, Human Resources, Business, Psychology or related field.  Professional certifications are a plus (e.g. SPHR, CPLP, Change Management).
  • 7 years of related Business Partner, Human Resources Generalist, Organizational Development and/or Talent Development or equivalent work experience; including 3-5 years of experience managing a professional staff.

If interested, please visit  https://phg.tbe.taleo.net/phg02/ats/careers/v2/viewRequisition?org=FHB&cws=38&rid=4064

Title:  Vice President & Talent Acquisition Manager

Department: Human Resources 

Job Summary: 

Responsible for developing and executing on the Bank’s enterprise-wide Talent Acquisition strategy.  Builds and maintains strong relationships with heads of business units and hiring managers to provide strategic direction and tactical execution of the Bank’s recruitment strategy.  Supports and drives business objectives through the acquisition of the best and diverse talented workforce.

Job Summary: 

  • Bachelor’s degree in business administration or related field or equivalent experience.
  • Eight years’ experience in Human Resources Management, with at least five years of experience in recruiting, and at least three years of managing professional staff and/or related experience.

Job Summary: 

  • Bachelor’s degree in Human Resources Management or proven experience working in sales and talent acquisition strategies.
  • Experience in strategic planning and recruitment.
If interested, please visit https://phg.tbe.taleo.net/phg02/ats/careers/v2/viewRequisition?org=FHB&cws=38&rid=4063   


Title:  Manager, Organizational Development

Department: Human Resources 

Job Summary: 

Support and assist with the design, development and administration of our corporate compensation philosophy, strategy, and employee salary administration programs. Review job evaluation requests for new or revised job descriptions to determine appropriate salary grade assignment and organizational alignment. Conduct research and analysis to determine HMSA's competitive market position regarding our total compensation package. Work with key business partners to consult on job design and compensation strategies.

Minimum Qualifications:

·       Bachelor's degree (B.A.) and two (2) years of related experience or equivalent combination of education and experience.

·       Excellent verbal and written communication skills.

·       Strong attention to detail and accuracy.

·       Strong analytical skills with the ability to handle multiple tasks simultaneously.

·       Basic working knowledge of Microsoft Office applications. Including but not limited to Word, Excel, and Outlook.

Duties and Responsibilities:

Job Description Evaluation:

·       Reviews job evaluation requests for new or revised job descriptions to determine appropriate salary grade assignment and FLSA exemption status.

·       Reviews job description content, evaluation questionnaires and job equity guidelines to ensure evaluation methodology and criteria are applied consistently and objectively.

·       Asks clarifying questions and conducts desk audits to understand and appraise job functions to evaluate and recommend appropriate salary grade level utilizing job evaluation criteria and available salary market data.

·       Reviews the job qualification requirements to ensure appropriate alignment with comparable jobs and to meet legal and compliance considerations.

·       Reviews the job description with the hiring manager and makes recommended content revisions for alignment prior to job recruitment and posting.

·       Establishes and maintains job codes and related attributes in ADP database. Maintains library of job descriptions.

Salary Administration:

·       Reviews proposed salary actions to ensure salary adjustments are within established guidelines and policies, and align with HMSA's pay philosophy.

·       Develops reports and reviews salary data to conduct internal salary equity analysis.

·       Assists in the development of annual salary structure proposal(s). Reviews and adjust the Merit Increase Matrix Guidelines based on projected salary administration budget and planned business objectives.

·       Project Participation:

·       Participates on various departmental projects and plays a leadership role on various small projects.

·       Consultation:

·       Provides manager/supervisors with consultative advice/information on compensation strategies and action plans for staff members, career path development, and strategic job development and alignment.

Market Evaluation:

·       Participate in salary surveys to assist management in determining the organization's competitive market position.

·       Identify benchmark job matches.

·       Collect and organize salary data.

·       Analyze survey results, internal and external salary statistics to support and validate salary adjustment proposals/recommendations.

Other Duties/Functions:

·       Performs all other miscellaneous responsibilities and duties as assigned or directed

If interested, please visit the https://recruiting.adp.com/srccar/public/RTI.home?c=2165301&d=External&r=5000730771106&_fromPublish=true#/

Title:  Manager, Organizational Development

Department: Human Resources 

Job Summary: 

This position is responsible for creating, implementing, leading and managing strategies and initiatives to develop and enhance HMSA's organizational performance, and learning. Provides coaching, facilitation and consultation services across the organization by designing and implementing strategies for solving complex organizational and/or human resources challenges. Uses organizational development methods, techniques, procedures and tools to implement solutions and continuously evaluate and improve strategies, structures and systems for the organization.

This position oversees organizational training and development, employee engagement, and change management functions.

Job Duties

Organization Development 

Direct, manage and deliver key organizational development solutions to accomplish HMSA strategic initiatives.  Work and build relationships with stakeholders at all levels of the organization to coordinate and drive efforts that fulfill short and long-term organization needs through a systems approach to designing, developing, delivering and continuously evaluating solutions and programs. Includes the following:

  • Conduct organizational, skill/knowledge and performance assessments as well as current to future state/vision gap analyses to evaluate issues or improve organizational performance gap.
  • Improve organizational capabilities by, interpreting and analyzing results, developing recommendations, interventions, programs, and action plans to address root cause issues, gaps or enhancements.
  • Work with stakeholders to establish a vision for change, metrics, and an infrastructure to support and manage the change.
  • Develop internal change management capabilities through education, mentoring, coaching and consulting on change management strategies, skills, creation and effective implementation of change management plans (including communication strategies) to gain buy-in for the change.
  • Lead or manage and drive the execution and alignment of solutions, interventions or programs including but not limited to: change management, succession planning, talent development, employee engagement and enablement, rewards and recognition, strategic resource planning, organizational structure and design, processes, policies, roles, decision rights, leadership and employee development.
  • Create detailed project plans, establish and track project schedules, manage resources, address barriers and risk, and assess progress.
  • Coach, facilitate and, provide consulting services or partnering to ensure organizational success.
  • Measure effectiveness of solutions and iterate and implement improved strategies.

Training and Development

  • Develop organization-wide training and development strategies and programs that meet the needs of HMSA, contribute and align to corporate strategies, engage employees, close learning gaps, and ensure compliance with state and federal laws.
  • Monitor and conduct strategic analysis of emerging workforce development trends and tools; incorporate key learnings into the development and delivery of training programs.
  • Monitor and interpret changes in federal and state regulation impacting training requirements and implement actions to ensure compliance.
  • Design, facilitate and conduct leadership and employee training courses, learning activities and tools using a variety of media such as video (micro learning), Power Point, web conferencing technology and e-Learning.
  • Develop and execute strategic marketing of training programs to attract participants and connect development opportunities to corporate strategic goals, the purpose and the vision.
  • Manages communication and stakeholder expectations pieces for all training related programs including timely notification of changes, statutory requirements and impacts to employee engagement efforts.
  • Measures and analyzes training effectiveness to ensure training is meeting the Organization's strategic business goals through benchmarks and metrics designed to prove effectiveness and transfer of learning.
  • Provide coaching and consulting to leadership and employees regarding, leadership skill building, performance management, and training and development solutions to close learning gaps.

Leader Responsibilities

  • Conduct HR policy and procedures to include salary/compensation, career planning and counseling, team development, performance feedback and appraisals, retention and talent acquisition.
  • Manage unit functions such as, preparing and managing business unit strategies, plans and budgets.
  • Contribute and participates in the planning and development of HMSA's overall people strategy to ensure the integration of programs in a way that aligns with HMSA's strategic direction.

Other Duties

  • Performs other functions as required.

Minimum Qualifications:

  1. Bachelor's degree in related field (ex: Industrial/Organizational Psychology, Organizational Development, Business, HR) and five (5) years of related work experience (ex: Organizational Development, implementation of large organizational initiatives, delivery of training, change management); or an equivalent combination amount of education and related work experience.
  2. 3 years supervisory or management experience.
  3. Basic working knowledge of Microsoft Office applications. Including but not limited to Word, Excel, and Outlook.
  4. Demonstrated knowledge of business operations, and management practices.
  5. Demonstrated ability to research trends, identify patterns, analyze and synthesize and summarize findings and insights.
  6. Demonstrated ability to identify, and implement approaches to organizational development, think strategically and systemically, and achieve results when working under tight deadlines and across organizational boundaries.
  7. Project management/leadership and change management skills.
  8. Strong oral/written communication skills and presentation skills.
  9. Strong interpersonal/human relations skills.
  10. Strong analytical skills, problem solving, judgment and independent thinking.

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